Evans - Culture of Respect
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Me: Big deal, who isnt?
There is a talent war going on in tech, everybody is hiring! These days developers have their pick of jobs, so why should they pick yours? If you say because you pay more then youve already lost. High salaries may get them in the door but it wont keep them in the long run, and it wont capure their hearts and minds, only their wallets. You need a strategy that will engage your developers, something that will make them want to make your projects a success. You need to do more than hire developers and call them a team. You have to build a Culture of Respect.
This book is more than just a guide to help you find developers to hire. It is more than just a guide on how to set up an effective method of interviewing developers. This book teaches you the hard part, keeping them once youve hired them. It takes a lot of effort and money to find and hire developers these day, once you get them, you need to learn to hold on to them.
Culture of Respect deals with why you want to invest the time and energy to build a team that developers want to be a part of. Once you understand why, you dive deep into how.
How to find developers to hire
How to conduct the interview process
How to create an environment that encourages and nurtures developers, who in turn will create great products for the company
Creating a culture of respect is not easy. If it were, there would be no need for a book explaining it. It is a top-down midset change. It is a different way of thinking about managing teams. It is a daily battle against the way its always been done. Creating a Culture of Respect is hard, but the payoff is there.
This book is written by a developer turned manager. It is for developers who are currently in the roles of Team Leads, Development Team Managers, Directors, and anyone who is responsible for hiring and managing developers.
Learn how to build your team
Learn how to care for your team
Learn how to build a culture of respect
Evans: author's other books
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This book is for sale at http://leanpub.com/cultureofrespect
This version was published on 2015-04-07
* * * * *
This is a Leanpub book. Leanpub empowers authors and publishers with the Lean Publishing process. Lean Publishing is the act of publishing an in-progress ebook using lightweight tools and many iterations to get reader feedback, pivot until you have the right book and build traction once you do.
* * * * *
This book is dedicated to the great managers I have had in my career.
- Paul Muller
- Ray Taft
- Mark De Visser
Each of you has helped craft me into what I am today.
Thank you.
Ive been building websites since the mid-nineties and, unfortunately, I can count more fingers on one hand than recruiters I respect. If youre building a tech team and have to rely on recruiters, chances are you wont find a good recruiter (or build a solid team) without wasting a lot of money.
Cal Evans understands this. He understands what it takes to find, build, and keep a great team. Ask any developer in the PHP community, and they probably already know Cal. Many will have stories about him personally helping them and their career. He understands developers and what motivates them to do incredible work. Over the long run, respect is the currency of knowledge workers. You need to pay well and there are no shortcuts.
Since 2007, my business partner and I have been building our company, FoxyCart, to serve developers. Over the years weve had many developers approach us after an event sponsorship or user group meetup or just after giving a conference talk, all asking if we have any open positions. They all want to work for FoxyCart. Meanwhile, companies all around us have been desperate to find developers. Until I read this book, I didnt realize the reason for this is the brand weve created for our team. I wish I had this book years ago.
In Culture of Respect, Cal outlines how to find and develop the people youre looking for. Hes not handing out quick fix solutions to get your already-past-due project out the door. These are the real-world approaches that work long term for building a strong company and a winning team.
Luke (@lukestokes) Stokes
Founder foxycart.com
The problem in hiring developers is actually deeper than just findingdevelopers and collecting resumes. You are hunting for a scarce and prizedperson. To succeed you need to be able to attract them, and then convince themthat they want to use their skills to further your companys goals. To do this,you need to show them that they will be happy at your company. This comes downto culture.
Culture is not having a foosball table in the break room or a kegerator on tap24/7. Those are trappings. Trappings silly benefits made up to help getdevelopers in the door and then keep them at work as long as you possibly can worked well in the late 90s. After the first bubble burst, developers began tosee these benefits for what they really were.
- Free lunches
- Dry Cleaning Service
- On-site gym
- Social hours
- Movie nights
All of these and more have been used by companies for the single goal of keepingtheir developers on premises and working for the maximum number of hours. Thisis not culture. Culture is recognizing that work is only a part of someoneslife, that work-life balance is important. Culture is knowing that while aproject may be important to the company, it should never be more important to adeveloper than the other parts of his or her life (i.e. family, God, community,etc.).
The bedrock of a good developer culture is respect respect for the fact thatyou have developers to build things on which the company is based. Respect forthe fact that without developers, the company most likely would not exist.Culture is not putting developers on a pedestal and offering them trinkets astribute. Culture is understanding that developers arent cogs in a machine thatcan be replaced on a whim. If you build a culture of respect, you will find itmuch easier to hire developers. If you get this right, the rest is easy. Like ahouses foundation, if you dont get this part right, the rest doesnt matter.In the long run, your developer culture is only as good as the foundation it isbuilt on.
This book is for managers. The higher up the org chart you are, the more easilyyou can implement these ideas.
Team Leads need to read this book so that they can actually implement the ideas.Directors need to read this book so that they can propose the programs necessaryto get these ideas implemented, and then help in the implementation. C-Levelsneed to read this book so that they can understand the special needs ofdevelopment teams and that investing in your development culture is cheaper thanchurn in your development team.
Wherever you are on your companys organizational chart, this book can help youand help your company. If you take nothing else away from this book, rememberthis: it is about culture. If you get culture right, everything else will fallinto place. If you fail at building a developer culturewell, you can eitherchange that or hire recruiters.
Companies that invest in their developer culture dont need recruiters.
The question is not will you invest in hiring and retaining developers? Thequestion is who will you pay? You can invest in the ideas outlined in thisbook and build a developer culture that developers want to be a part of, or youcan make your local recruiter agency rich placing an endless line of developersin positions that they hold for a year and then bail on. Guess which one isgoing to pay the most dividends for your company?
If you dont believe the paragraph above, stop reading. You are wasting yourtime. Drop me an email and tell me you dont believe it and Ill refund themoney you paid for this book.
If, on the other hand, you see the wisdom in investing in your developerculture, you understand that finding developers is only the first step, and youare willing to take the steps necessary to build a great developer culture, thenhang on, we are about to dive in.
This book is not for recruiters. Trust me, none of these tactics will help yousource and hire developers for your clients. Developers dont haterecruiters, but the tactics in this book center around something that you cannever control: the developer culture.
Before you can start looking for developers to hire, you need to figure out exactly who you are looking for. Before you begin this process, think it through. Joel Spolsky put it best in the title of his book on hiring developers, Smart and Gets Things Done. The best candidate for you may not be the first expert you interview. Nor may they be the first expert in your given framework. You are looking for the developers who can get the job done, and sometimes they take a lot of work to find.
I used to play Dungeons and Dragons a lot as a youth. The slowest part of any game was the beginning where we all built out our character sheet for the adventure. Even though this part of the game was slow and tedious, it was necessary to do, and do thoughtfully if you wanted to have a chance of success. The same goes with hiring developers. Before you can start looking for developers, you need to figure out what you are looking for. You need to build out the character sheet of the developer you are looking for.
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